Atlantic Canada’s Top Employers 2020

The backstory
Richard Yerema, managing editor of Canada’s Top 100 Employers (produced by Mediacorp Canada Inc.), shares his thoughts on this year’s selection process and what it takes to become
a Top Employer.

Atlantic Business Magazine: There were more Atlantic Canada winners this year than ever before. Why is that?Richard Yerema: Each year, we hear from more employers in the region and the list simply reflects this development. Of course, behind the overall increase is an underlying good news story in terms of economic and employment growth.

ABM: Did you notice any changes compared to previous years?RY: Looking back, we have watched the evolution in maternity and parental leave top-ups, the adoption of flexible work options in reflection of new technologies, enhanced time-off policies, workplace design, etc. One of the most recent areas of change we have noted is the evolution of health benefits programs to include the adoption of mental health strategies as part of the growing awareness of the importance of work-life balance and mental health issues. The adoption of workplace wellness strategies is a growing area of interest for many of our leading employers.

ABM: Why should an employer make the time to apply for this recognition? RY: I think the project offers a unique opportunity for employers to benchmark themselves against other leading employers and to ensure that they are competitive with their peers in the war for talent. I believe being recognized as a top employer helps not only in their recruitment challenges but also helps employers in their business-to-customer and business-to-business relationships.

ABM: Any tips for someone who wants to apply for next year’s list?RY: One of the strengths of the project is that we publish our reasons for selection for all to see, whether that’s individuals looking for a career change or employers looking to see what the best employers featured in the competition are doing today. With that in mind, my first recommendation is to review our editorial reasons for selection. This is where interested employers can quickly see their strengths (and weaknesses) relative to the selected employers. Most of the winning employers we hear from have taken the time to make such comparisons, maybe make a few small tweaks and changes to some policies and programs, and ultimately recognize that they have a good story to share—and we do want to hear from them to help us paint a more complete picture and showcase the best of employment opportunities in today’s Atlantic Canada.

maternity and parental leave top-up payments (to 100 per cent of salary for 22 weeks) and parental top-up for new fathers and adoptive parents (to 100 per cent of salary for seven weeks); option to extend with an unpaid leave of absence

employee well-being supports include monthly therapy dog visits, a Community Chest program to provide financial support for employees participating in physical activities and a wellness loan program (a $300 interest-free loan)

provides new mothers and fathers, including adoptive parents, with maternity and parental leave top-up payments (to 70 per cent of salary for 26 weeks) and the option to extend leave into an unpaid leave of absence

head office amenities including an onsite fitness facility with free memberships (offsite employees can take advantage of subsidized fitness club memberships) as well as an onsite full-service cafeteria and a rooftop patio and seating overlooking the Harbour
subsidy for IVF treatments (to $15,000)

maternity and parental leave top-up payments for its new moms, dads and adoptive parents (to 95 per cent of salary for six weeks)

post-secondary scholarship programs for children of employees and retirees that includes six annual scholarships (ranging from $1,500 to $10,000)

Good Neighbour program and Dollars for Doers initiative encourages employees to donate time and resources to charity

maternity and parental leave top-up payments for new mothers (to 75 per cent of salary for the first week, followed by 93 per cent for 16 weeks) and parental top-up for fathers and adoptive parents (to 93 per cent of salary for up to 11 weeks)

most new employees receive three weeks paid vacation (maximum of six weeks over their careers); previous work experience considered when setting individual vacation entitlements for experienced applicants

community programs support families, the environment and education

Good Energy in Action program offers employees one paid flex day off to volunteer each year and encourages employees to get involved through a national volunteer week campaign in the spring

Individual employee charitiable donations are matched, to a maximum of $100 annually

maternity and parental leave top-up payments for employees who are new mothers or fathers (including adoptive parents), to 100 per cent of salary for up to 17 weeks

academic scholarships for children of employees pursuing post-secondary studies, up to $2,000 per child

new parents (and adoptive parents) receive a weekly maternity and parental leave top-up payment for the full year of their leave ($92 per week for 52 weeks)

social committee organizes a number of events, including an after-tax season dinner and social, mid-winter blues casino night, annual summer-sizzle barbecue, and a dinner and dance to kick-off the Christmas season

employees provide input on the firm’s charitable efforts, receive paid time off for volunteering and matching employer donations

on-campus amenities include a cafeteria (with healthy and special diet menus), a quiet room for meditation and reflection, and subsidized access to UNB’s fitness facility, which features an indoor swimming pool, a climbing wall, a dance studio and various fitness classes such as Zumba, yoga and pilates

performance recognition including the Excellence in Teaching Awards, Distinguished Service Awards and President’s Medals for Service Over the Span of a Career

defined benefit pension plan and retirement planning assistance

Retired Employees Association assists members with health benefits and related concerns, and provides a collective voice to the university

full tuition subsidies for courses both related and not directly related to current position plus a variety of in-house training options

maternity leave top-up payments (to 93 per cent of salary for 16 weeks) and parental leave top-up for new fathers and adoptive parents (to 93 per cent of salary for 10 weeks)

children of employees may be eligible for post-secondary academic scholarships

retirement planning assistance and defined benefit pension plan

About Dawn Chafe

For the past 19 years, Dawn has been editor of Atlantic Canada’s most award-winning and largest circulation business magazine: Atlantic Business Magazine. Under her editorial direction, Atlantic Business Magazine has won 14 Atlantic Journalism Awards, three TABBIE international business press awards and two KRW national business press awards.